membership & professional activities
associate editor, journal of managerial psychology
editorial review board, journal of managerial psychology
editorial review board, journal of applied behavioral psychology
ad-hoc reviewer, asia pacific journal of management
ad-hoc reviewer, asia pacific journal of human resources
ad-hoc reviewer, acta psychologica
ad-hoc reviewer, baltic journal of management
ad-hoc reviewer, british journal of management
ad-hoc reviewer, business ethics, the environment & responsibility
ad-hoc reviewer, corporate social responsibility and environmental management
ad-hoc reviewer, human resource management
ad-hoc reviewer, information & management
ad-hoc reviewer, journal of business ethics
ad-hoc reviewer, journal of environmental planning and management
ad-hoc reviewer, journal of leadership and organizational studies
ad-hoc reviewer, journal of management studies
ad-hoc reviewer, journal of organizational behavior
ad-hoc reviewer, journal of occupational and organizational psychology
ad-hoc reviewer, leadership and organization development journal
ad-hoc reviewer, management and organization review
ad-hoc reviewer, management decision
ad-hoc reviewer, psychology research and behavior management
ad-hoc reviewer, personnel review
ad-hoc reviewer, plos one
human resource management, organizational behavior, and managerial psychology.
leadership (e.g., transformational leadership, environmental leadership, self-serving leadership, leader-member exchange), followership (e.g., implicit followership theories), person-supervision fit, and workplace prosocial behaviors (e.g., green/pro-environmental behavior, stewardship behavior).
emerald literati outstanding reviewer (journal of managerial psychology), 2020
best paper award, acta psychologica sinica, 2016
kong, d. t., spark, s., & peng, j*. (2023). appraising and reacting to perceived pay-for-performance: leader competence and warmth as critical contingencies. academy of management journal, 66(2), 402–431.
peng, j., nie, q., chen, x*., & zhang, z. (2023). congruence in positive implicit followership theories, relational identification, and job performance: the moderating role of uncertainty avoidance. journal of management & organization, https://doi.org/10.1017/jmo.2023.44
nie, q., peng, j*., cheng, y. c., & chen, x*. (2024) prototypical implicit followership theories, leader support, and follower organizational citizenship behavior. european journal of work and organizational psychology, https://10.1080/1359432x.2024.2314935
peng, j., hou, n*., zou, y., & long, r. (2023). participative leadership and employees’ cyberloafing: a self-concept-based theory perspective. information & management, 60(8), 103878.
peng, j., nie, q., & chen, y*. (2023). team abusive supervision and team behavioral resistance to change: the roles of distrust in the supervisor and perceived frequency of change. journal of organizational behavior, 44(7), 1016–1033.
yang, h., lin, z., chen, x*., & peng, j. (2022). workplace loneliness, ego depletion and cyberloafing: can leader problem-focused interpersonal emotion management help?. internet research, 33(4), 1473–1494
hou, n., peng, j., & nie, q*. (2022). the benefits of ambidextrous leadership behavior for the workplace well-being of leaders. current psychology, 42(32), 28783–28798
nie, q., peng, j*., & yu g. (2023). leader expectations facilitate employee pro-environmental behavior. business ethics, the environment & responsibility, 32(2), 555–569.
kang, y., peng, j*., & nie, q.* (2023). peer reaction to manager stewardship behavior: crediting or stigmatizing the behavior?. journal of business ethics, 183(2), 453–474.
peng, j., chen, x., zou, y*., & nie, q. (2021). environmentally specific transformational leadership and team pro-environmental behaviors: the roles of pro-environmental goal clarity, pro-environmental harmonious passion, and power distance. human relations, 74(11), 1864–1888.
peng, j., li, m. z*., wang, z., & lin, y. y. (2021). transformational leadership and employees’ reactions to organizational change: evidence from a meta-analysis. journal of applied behavioral science, 57(3), 369–397.
nie, q., zhang, j*., peng, j*., & chen, x. (2021). daily micro-break activities and workplace well-being: a recovery perspective. current psychology, 42(12), 9972–9985.
chen, x., peng, j*., lei, x., & zou, y. (2021). leave or stay with a lonely leader? an investigation into whether, why, and when leader workplace loneliness increases team turnover intentions. asian business management, 20(2), 280–303.
peng, j., chen, x*., nie, q. & wang, z. (2020). proactive personality congruence and creativity: a leader identification perspective. journal of managerial psychology, 35(7/8), 543–558.
peng, j., wang, z*., & chen, x. (2019). does self-serving leadership hinder team creativity? a moderated dual-path model. journal of business ethics, 159(2), 419–433.
liu, y., wang, h., li, l., wang, y., peng, j*., & baxter, d. f. (2019). judgments in a hurry: time pressure affects how judges assess unfairly shared losses and unfairly shared gains. scandinavian journal of psychology, 60(3), 203–212.
peng, j*., chen, y., xia, y., & ran, y. (2017). workplace loneliness, leader-member exchange and creativity: the cross-level moderating role of leader compassion. personality and individual differences, 104, 510–515.
chen, y., wen, z*., peng, j., & liu, x. (2016). leader-follower congruence in loneliness, lmx and turnover intention. journal of managerial psychology, 31(4), 864–879.
